Understand the complete package behind your paycheck.
Build and compare compensation, health plans, retirement contributions, paid leave, employer benefits, commute, and quality-of-life tradeoffs in one private workspace.
Benefits Receipt
Separate guaranteed cash, expected variable pay, employer contributions, employee costs, unvested value, estimates, and qualitative benefits.
Offer and enrollment comparison
Compare current work with a new offer or model multiple health plans without reducing the decision to salary alone.
Private local workspace
Packages remain in this browser. No account, bank connection, payroll connection, document upload, or server-side profile is required.
Build the package behind the paycheck.
Package values stay in this browser. Use broad planning estimates, verify controlling documents, and avoid entering names or identifiers.
Overview
Start with the purpose, then build one package at a time.
Use local labels such as Current job, Offer A, or Offer B. The label never needs to contain an employer name.
A structured decision model—not one inflated total.
Cash compensation separates base pay, realistic overtime, differentials, bonuses, and other entered cash.
Health-plan scenarios combine payroll premiums, selected cost-sharing assumptions, out-of-pocket limits, and employer HSA or HRA funding. Network and prescription verification remain separate.
Retirement value distinguishes employee contributions, estimated employer matching, non-elective contributions, uncaptured matching, and unvested employer value.
Paid leave and hidden benefits receive a dollar estimate only when reasonable. Protection, family, schedule, and career benefits can remain qualitative.
Comparison mode reports differences and uncertainty instead of declaring a universal winner.
Best documents to have nearby
- • Written offer or current compensation statement
- • Benefits rate sheet for the correct coverage tier
- • Summary of Benefits and Coverage
- • Retirement match and vesting language
- • PTO, holiday, call, travel, and schedule policies
- • Disability, life, tuition, childcare, and reimbursement summaries
What it can clarify
- • How much compensation depends on overtime or variable pay
- • How health premiums and worst-case exposure change package economics
- • Whether entered retirement contributions capture the full match
- • Which benefits are available but unused
- • Which questions still require HR or plan-document verification
What it cannot determine
- • Official eligibility, coverage, tax, vesting, or overtime status
- • Whether a health plan covers a specific clinician, drug, or service
- • Whether one job is personally or professionally best
- • Exact take-home pay or individualized insurance needs
- • Future bonuses, overtime availability, or employer policy changes
Verify material decisions at the source.
Employer Costs for Employee Compensation
Official context for treating wages and employer-paid benefits as separate components of compensation.
Your Total Costs for Health Care
Official explanation that premiums and costs when care is received both matter when comparing health coverage.
Retirement Topics — Contributions
Official background on employee and employer contributions to workplace retirement plans.
What You Should Know About Your Retirement Plan
Official guidance on plan documents, vesting, benefit statements, and participant rights.